Search results
Results from the WOW.Com Content Network
The New Zealand Employment Relations Act 2000 (sometimes known by its acronym, ERA) is a statute of the Parliament of New Zealand.It was substantially amended by the Employment Relations (Validation of Union Registration and Other Matters) Amendment Act 2001 and by the ERAA (No 2) 2004.
Labour rights in New Zealand are largely covered by both statute, particularly the Employment Relations Act 2000, and common law (including cases, judicial decisions and tribunal decision). The Ministry of Business, Innovation and Employment carries out most of the day to day administrative functions surrounding labour rights and their ...
R (Seymour-Smith) v Secretary of State for Employment [2000] UKHL 12 and (1999) C-167/97 is a landmark case in United Kingdom labour law and European labour law on the qualifying period of work before an employee accrues unfair dismissal rights. It was held by the House of Lords and the European Court of Justice that a two-year qualifying ...
The Employment Relations Amendment Act (No 2) 2004 (No 86) The Employment Relations Amendment Act 2006 (No 41) The Employment Relations Amendment Act 2007 (No 2) The Employment Relations (Flexible Working Arrangements) Amendment Act 2007 (No 105) The Employment Relations (Breaks, Infant Feeding, and Other Matters) Amendment Act 2008 (No 58) The ...
The 'report card' is an update of the Commissions' first report in 2004, and will lead its work for the next five years. [121] The report notes steady improvements in New Zealand's human rights record since 2004, but also "the fragility of some of the gains and areas where there has been deterioration."
NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), is a United States labor law case decided by the Supreme Court of the United States.It held that employees in unionized workplaces have the right under the National Labor Relations Act to the presence of a union steward during any management inquiry that the employee reasonably believes may result in discipline.
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
In the Humphreys case (University of Oxford v Humphreys (1) and Associated Examining Board (2) [2000] ICR 405, Court of Appeal) it was decided that an employee who resigns on or before a TUPE transfer because of well-founded fears that the new owner intends to impose worse terms and conditions of employment than those provided by the original ...